CONGRESSIONAL BUDGET JUSTIFICATION OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS - FY 2015
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FY 2015
CONGRESSIONAL BUDGET JUSTIFICATION
OFFICE OF FEDERAL CONTRACT COMPLIANCE
PROGRAMSOFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
TABLE OF CONTENTS
Appropriation Language ..................................................................................................... 1
Amounts Available for Obligation...................................................................................... 2
Summary of Changes .......................................................................................................... 3
Summary of Budget Authority and FTE by Activity.......................................................... 5
Budget Authority by Object Class ...................................................................................... 6
Significant Items in Appropriation Committees' Reports ................................................... 7
Authorizing Statutes.......................................................................................................... 10
Appropriation History ....................................................................................................... 11
Overview ........................................................................................................................... 12
Organization Chart ............................................................................................................ 14
Budget Activities .............................................................................................................. 15
Office of Federal Contract Compliance Programs........................................................ 15OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
APPROPRIATION LANGUAGE
SALARIES AND EXPENSES
For necessary expenses for the Office of Federal Contract Compliance Programs,
[$104,976,000] $107,903,000. (Department of Labor Appropriations Act, 2014)
OFCCP - 1OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
AMOUNTS AVAILABLE FOR OBLIGATION
(Dollars in Thousands)
FY 2013 FY 2014 FY 2015
Enacted Enacted Request
FTE Amount FTE Amount FTE Amount
A. Appropriation 755 $105,187 700 $104,976 710 $107,903
Reduction Pursuant to P.L. 113-6 for FY
0 -$210 0 $0 0 $0
2013
Reduction Pursuant to the Balanced Budget
-26 -$5,292 0 $0 0 $0
and Emergency Deficit Control Act of 1985
Subtotal Appropriation 729 $99,685 700 $104,976 710 $107,903
B. Gross Budget Authority Before
729 $99,685 700 $104,976 710 $107,903
Committee
C. Budget Authority Before Committee 729 $99,685 700 $104,976 710 $107,903
D. Total Budgetary Resources 729 $99,685 700 $104,976 710 $107,903
FTE Lapse and Unobligated Balance
-3 -$175 0 $0 0 $0
Expiring
E. Total, Estimated Obligations 726 $99,510 700 $104,976 710 $107,903
OFCCP - 2OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
SUMMARY OF CHANGES
(Dollars in Thousands)
FY 2014 FY 2015
Enacted Request Net Change
Budget Authority
General Funds $104,976 $107,903 +$2,927
Total $104,976 $107,903 +$2,927
Full Time Equivalents
General Funds 700 710 10
Total 700 710 10
FY 2015 Change
FY 2014
Explanation of Change Trust Funds General Funds Total
Base
FTE Amount FTE Amount FTE Amount FTE Amount
Increases:
A. Built-Ins:
To Provide For:
Costs of pay adjustments 700 $58,793 0 $0 0 $1,447 0 $1,447
Personnel benefits 0 $17,058 0 $0 0 $1,074 0 $1,074
Employee health benefits 0 $0 0 $0 0 $0 0 $0
Moving allowance 0 $0 0 $0 0 $0 0 $0
Federal Employees' Compensation
Act (FECA) 0 $0 0 $0 0 $0 0 $0
Benefits for former personnel 0 $20 0 $0 0 $0 0 $0
Travel and transportation of persons 0 $0 0 $0 0 $0 0 $0
Transportation of things 0 $2 0 $0 0 $0 0 $0
Rental payments to GSA 0 $6,300 0 $0 0 $0 0 $0
Rental payments to others 0 $70 0 $0 0 $2 0 $2
Communications, utilities, and
miscellaneous charges 0 $1,205 0 $0 0 $36 0 $36
Printing and reproduction 0 $60 0 $0 0 $0 0 $0
Advisory and assistance services 0 $150 0 $0 0 $0 0 $0
Other services from non-Federal
sources 0 $1,700 0 $0 0 $96 0 $96
Working Capital Fund 0 $0 0 $0 0 $0 0 $0
Other Federal sources (DHS Charges) 0 $605 0 $0 0 $18 0 $18
Other goods and services from
Federal sources 0 $22 0 $0 0 $0 0 $0
Research & Development Contracts 0 $0 0 $0 0 $0 0 $0
Operation and maintenance of
facilities 0 $0 0 $0 0 $0 0 $0
Operation and maintenance of
equipment 0 $0 0 $0 0 $0 0 $0
Supplies and materials 0 $0 0 $0 0 $0 0 $0
Equipment 0 $0 0 $0 0 $0 0 $0
Grants, subsidies, and contributions 0 $0 0 $0 0 $0 0 $0
OFCCP - 3OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
FY 2015 Change
FY 2014
Explanation of Change Trust Funds General Funds Total
Base
FTE Amount FTE Amount FTE Amount FTE Amount
Insurance claims and indemnities 0 $0 0 $0 0 $0 0 $0
Built-Ins Subtotal 700 +$85,985 0 $0 0 +$2,673 0 +$2,673
B. Programs:
Strengthening Pay Discrimination
Enforcement 0 $0 0 $0 10 $1,147 10 $1,147
Programs Subtotal 0 $0 10 +$1,147 10 +$1,147
Total Increase 700 +$85,985 0 $0 10 +$3,820 10 +$3,820
Decreases:
A. Built-Ins:
To Provide For:
Federal Employees' Compensation
Act (FECA) 0 $275 0 $0 0 -$61 0 -$61
Travel and transportation of persons 0 $1,237 0 $0 0 -$57 0 -$57
Working Capital Fund 0 $9,635 0 $0 0 -$78 0 -$78
Operation and maintenance of
equipment 0 $7,534 0 $0 0 -$670 0 -$670
Supplies and materials 0 $250 0 $0 0 -$10 0 -$10
Equipment 0 $60 0 $0 0 -$17 0 -$17
Built-Ins Subtotal 0 +$18,991 0 $0 0 -$893 0 -$893
B. Programs:
Total Decrease 0 +$18,991 0 $0 0 -$893 0 -$893
Total Change 700 +$104,976 0 $0 10 +$2,927 10 +$2,927
OFCCP - 4OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
SUMMARY BUDGET AUTHORITY AND FTE BY ACTIVITY
(Dollars in Thousands)
FY 2013 FY 2014 FY 2015 Diff. FY15 Request /
Enacted Enacted Request FY14 Enacted
FTE Amount FTE Amount FTE Amount FTE Amount
Office of Federal Contract Compliance
Programs 726 99,685 700 104,976 710 107,903 10 2,927
General Funds 726 99,685 700 104,976 710 107,903 10 2,927
Total 726 99,685 700 104,976 710 107,903 10 2,927
General Funds 726 99,685 700 104,976 710 107,903 10 2,927
NOTE: FY 2013 reflects actual FTE.
OFCCP - 5OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
BUDGET AUTHORITY BY OBJECT CLASS
(Dollars in Thousands)
Diff. FY15
Request /
FY 2013 FY 2014 FY 2015 FY14
Enacted Enacted Request Enacted
Full-Time Equivalent
Full-time Permanent 729 700 710 10
Total 729 700 710 10
Average ES Salary $224,000 $224,000 $224,000 $0
Average GM/GS Grade 12 12 12 0
Average GM/GS Salary $80,000 $80,000 $80,000 $0
Average Salary of Ungraded Positions 0 0 0 0
11.1 Full-time permanent 58,465 57,829 60,058 2,229
11.3 Other than full-time permanent 195 192 190 -2
11.5 Other personnel compensation 352 772 841 69
11.8 Special personal services payments 0 0 0 0
11.9 Total personnel compensation 59,012 58,793 61,089 2,296
12.1 Civilian personnel benefits 17,554 17,333 18,594 1,261
13.0 Benefits for former personnel 60 20 20 0
21.0 Travel and transportation of persons 796 1,237 1,200 -37
22.0 Transportation of things 0 2 2 0
23.1 Rental payments to GSA 5,773 6,300 6,300 0
23.2 Rental payments to others 62 70 72 2
Communications, utilities, and miscellaneous
23.3 charges 1,096 1,205 1,241 36
24.0 Printing and reproduction 91 60 60 0
25.1 Advisory and assistance services 166 150 150 0
25.2 Other services from non-Federal sources 1,009 1,700 1,796 96
Other goods and services from Federal
25.3 sources 1/ 9,511 10,262 10,202 -60
25.4 Operation and maintenance of facilities 113 0 0 0
25.5 Research and development contracts 0 0 0 0
25.7 Operation and maintenance of equipment 3,714 7,534 6,864 -670
26.0 Supplies and materials 430 250 250 0
31.0 Equipment 284 60 63 3
41.0 Grants, subsidies, and contributions 0 0 0 0
42.0 Insurance claims and indemnities 14 0 0 0
Total 99,685 104,976 107,903 2,927
1/Other goods and services from Federal sources
Working Capital Fund 8,871 9,635 9,557 -78
DHS Services 590 605 623 18
Services by DOL Agencies 32 11 11 0
Services by Other Government Departments 18 11 11 0
OFCCP - 6OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
SIGNIFICANT ITEMS IN APPROPRIATIONS COMMITTEES’ REPORTS
Senate Report 113-71 Page 29: The Committee strongly supports the Administration’s plan to
issue a final rule during fiscal year 2013. The Committee encourages the Department to make
technical assistance regarding the rule available to Federal Contractors.
Response:
On August 27, 2013, the U.S. Department of Labor’s Office of Federal Contract Compliance
Programs announced a Final Rule that makes changes to the regulations implementing Section
503 of the Rehabilitation Act of 1973, as amended (Section 503) at 41 CFR Part 60-741. Section
503 prohibits federal contractors and subcontractors from discriminating in employment against
individuals with disabilities (IWDs), and requires these employers to take affirmative action to
recruit, hire, promote, and retain these individuals. At the same time, the agency announced a
Final Rule that makes changes to the regulations implementing the Vietnam Era Veterans’
Readjustment Assistance Act, as amended (VEVRAA) at 41 CFR Part 60-300. VEVRAA
prohibits federal contractors and subcontractors from discriminating in employment against
protected veterans, and requires these employers to take affirmative action to recruit, hire,
promote, and retain these veterans.
These stronger affirmative action provisions of these regulations aid contractors in their efforts to
recruit and hire qualified individuals with disabilities and protected veterans, and to improve job
opportunities for these individuals. The Final Section 503 Rule also makes changes to these 503
regulations to bring them into compliance with the ADA Amendments Act of 2008.
Since announcing these Final Rules, OFCCP has worked to facilitate positive outcomes for the
Federal contracting community by carefully considering potential implementation challenges,
and offering practical guidance, training, and technical assistance. Between August 27, 2013 and
March 6, 2014, the agency developed and delivered no less than nine contractor technical
assistance or training webinars, and drafted and posted more than 80 Frequently Asked
Questions (FAQs) interpreting and providing guidance on the regulations. Currently, as of
February 10, 2014, there are more than 70 combined VEVRAA and section 503 FAQs on the
OFCCP Web site, and seven contractor technical assistance and training webinars have been
held.
We have participated in numerous “listening sessions,” including sessions with the Equal
Employment Advisory Council (EEAC), National Industry Liaison Group (NILG), Professional
Services Council, US Business Leadership Network (USBLN), National Association of State
Workforce Agencies (NASWA), and the American Bar Association Employment Law Division,
among others. To connect contractors with outreach and recruitment resources, we are working
with DOL’s Office of Disability Employment Policy, Veterans Employment Training Service
(VETS), Employment Training Administration (ETA), as well as veterans’ service organizations
and disability rights groups. Communication and coordination is taking place with our federal
sector counterparts at the Social Security Administration, the Equal Employment Opportunity
Commission, and the Department of Justice.
OFCCP - 7OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
OFCCP’s commitment to providing support and assistance to contractors does not end on March
24, 2014 when the rules become effective. Because these new regulations demonstrate the
agency’s serious commitment to increasing the employment opportunities for veterans and
people with disabilities over the long-term, we have an equally serious commitment to assist
contractors in meeting their obligations under these new regulations.
OFCCP - 8OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
OFCCP - 9OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
AUTHORIZING STATUTES
Public Law / Statute No. / US Volume Page Expiration
Act Legislation Code No. No. Date
Rehabilitation Act of
PUB. L. 93-112 1973, as amended. 29 U.S.C. 793 N/A
Vietnam Era Veterans’
Readjustment Assistance
Act of 1974, as
PUB. L. 93-508 amended. 38 U.S.C. 4212 N/A
Americans with
Disabilities Act, as 42 U.S.C. 12101
PUB. L. 101-336 amended. et seq. N/A
OFCCP - 10OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
APPROPRIATION HISTORY
(Dollars in Thousands)
Budget
Estimates to House Senate
Congress Allowance Allowance Appropriations FTE
2005
Base Appropriation $82,078 $0 $0 $80,060 691
2006
Base Appropriation $82,106 $0 $0 $81,285 670
2007
Base Appropriation $83,657 $0 $0 $82,441 625
2008
Base Appropriation $84,182 $0 $0 $81,001 585
2009
Base Appropriation...1/ $89,013 $0 $0 $82,107 622
2010
Base Appropriation...2/ $109,521 $101,521 $107,021 $105,386 838
2011
Base Appropriation $113,433 $0 $0 $105,386 775
2012
Base Appropriation $109,010 $0 $0 $105,187 755
2013
Base Appropriation...3/ $106,415 $0 $0 $99,685 729
2014
Base Appropriation...4/ $108,467 $0 $0 $104,976 700
2015
Base Appropriation $107,903 $0 $0 $0 710
1/ FY 2009 amount reflects reallocated funds from the dissolution of ESA's Program Direction and
Support.
2/ FY 2010 amount reflects reallocated funds from the dissolution of ESA's Program Direction and
Support.
3/ Reflects a 0.2% across the board rescission pursuant to P.L. 113-6 and the sequestration reduction
pursuant to the Balanced Budget and Emergency Deficit Control Act of 1985.
4/ The appropriation amount should reflect the amounts passed as part of P.L. 113-76, which did not
include any rescissions.
OFCCP - 11OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
OVERVIEW
Introduction
The Office of Federal Contract Compliance Programs (OFCCP) assists Federal contractors in
meeting their equal employment opportunity and affirmative action obligations under two
statutes and one executive order. Specifically, they are:
• Executive Order 11246 (EO 11246), as amended, prohibits employment discrimination
on the basis of race, religion, color, national origin and sex;
• Section 503 of the Rehabilitation Act of 1973, as amended, prohibits employment
discrimination against individuals with disabilities (Section 503); and
• Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA), as amended,
prohibits employment discrimination against certain protected veterans.
The FY 2015 request for OFCCP is $107,903,000 and 710 FTE. Embracing the Secretary’s
vision of Promoting and Protecting Opportunity for all workers, this funding will enable OFCCP
to continue and expand its work on priorities that are strongly supported by the Department and
the Administration: (1) making America a magnet for jobs by giving businesses a fair shot at
adhering to a common set of rules; 2) leveling the playing field for American workers by
promoting fair working conditions; and (3) equipping workers with the skills they need to
succeed in those jobs, especially supporting our nation’s service members and veterans.
Extensively highlighted as a priority in President Obama’s January 28, 2014 State of the Union
address, dedicated funding in the amount of $1,147,000 and 10 FTE will be used to strengthen
enforcement efforts to combat pay discrimination by focusing on gender fair pay in the
workplace.
At the requested FY 2015 funding level, OFCCP will complete 3,840 supply and service
compliance evaluations that will examine federal contractors’ obligations under the statutes and
executive order that OFCCP enforces. In addition, OFCCP will complete 450 construction
contractor reviews in FY 2015, for a total of 4,290 completed compliance evaluations – a 2
percent increase over the FY 2013 target of 4,220. The FY 2014 target for total completed
compliance evaluations is identical to FY 2015.
Workload and performance targets in FY 2015 build upon the framework established in prior
years and the agency’s FY 2013 accomplishments. OFCCP modified its performance measures
and workload production goals in FY 2013 to increase the number of comprehensive audits. As
a result of these efforts, and with improved training, updated procedures, and amended
regulations, OFCCP met 97% of its target of 4,220 compliance evaluations in FY 2013. This
increase in quantity comes alongside significant improvements in the quality of its investigations
including improvements in identifying cases of compensation discrimination and in engaging in
strategic outreach events to develop effective relationships with community-based organizations.
The agency also achieved record results in 2012 and continued strong performance in 2013 in
OFCCP - 12OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
identifying recruitment violations for veterans and persons with disabilities during its compliance
evaluations.
Overall, in FY 2013, OFCCP completed 4,110 compliance evaluations resulting in over $7.8
million in back pay to almost 9,300 victims of discrimination, and created nearly 1,500 job
opportunities, supporting the Department’s goal of breaking down barriers to fair and diverse
workplaces.
OFCCP - 13OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
Federal Contractor and EEO Standards Enforcement
Organization Chart
The OFCCP is comprised of a national office headquartered in Washington, D.C. with three divisions and six regional headquarter offices with area and district offices distributed
nationwide. The regional headquarters are located in Atlanta, Georgia (Southeast); Chicago, Illinois (Midwest); Dallas, Texas (Southwest and Rocky Mountain); New York City,
New York (Northeast); Philadelphia, Pennsylvania; (Mid-Atlantic); and San Francisco, California (Pacific).
Director
Patricia A. Shiu
Senior Program Advisor Special Assistant Special Assistant Senior Civil Rights Advisor
Pamela Coukos Parag Mehta Claudia Gordon Donna Lenhoff
Deputy Director Deputy Director
Thomas M. Dowd Les Jin
Division of Program Division of Management and Division of Policy, Planning and
Operations Administrative Programs Program Development
Thomas M. Dowd Rachel Torres Debra A. Carr
Acting Director Director Director
Northeast Region Mid-Atlantic Region Southeast Region Midwest Region
Diana Sen Michele Hodge Evelyn Teague Bradley Anderson
Director Director Director Director
Southwest and Rocky Mountain
Pacific Region
Region
Janette Wipper
Melissa Speer
Director
Director
OFCCP - 14OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
BUDGET AUTHORITY BEFORE THE COMMITTEE
(Dollars in Thousands)
Diff. FY15
FY 2013 FY 2014 FY 2015 Request /
Enacted Enacted Request FY14 Enacted
Activity Appropriation 99,685 104,976 107,903 2,927
FTE 726 700 710 10
NOTE: FY 2013 reflects actual FTE. Authorized FTE for FY 2013 was 729.
Introduction
As a dedicated civil rights enforcement agency, OFCCP’s mission has long been aligned with the
goal of leveling the playing field for American workers by promoting fair working conditions.
We remain committed to all job-seekers having a fair shot to obtain, retain and receive fair
compensation for jobs with Federal contractors.
Enforcement Efforts
Looking toward FY 2015, the agency is building on and expanding its efforts in specific
enforcement priority areas that promote this goal, including 1) identifying and addressing
systemic pay discrimination to help narrow the persistent pay gap between women and men; 2)
focusing on the elimination of gender, racial and ethnicity-based discrimination in the
construction trades; and 3) assisting veterans and individuals with disabilities to be fairly
recruited, hired, paid, promoted, and retained in the workplace. These priorities also align with
the broader Department and Administration goal of supporting our nation’s veterans.
Building on its Active Case Enforcement (ACE) initiative, OFCCP is committed to conducting
investigations that meet exacting standards for quality, accuracy, and thoroughness. Toward this
end, OFCCP:
• Schedules each region for an accountability review at least once every three years;
• Requires each region to conduct a thorough self-assessment when not scheduled for an
accountability review; and
• Mandates that the regions conduct quality audits on 10 percent of closed cases on a
quarterly basis.
This program of regular quality assurance reviews drives specific improvements in the overall
quality of compliance evaluations, allowing the agency to focus training on the areas where it
finds deficiencies. Another key accomplishment in this area was the FY 2013 update of the
agency compliance evaluation manual (the FCCM) with revised enforcement procedures -- and
training for all investigators on its content. This manual supports a more robust and thorough
compliance evaluation process, as well as creates a level of consistency across regions.
OFCCP - 15OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
Equal Pay Enforcement and Addressing Systemic Pay Discrimination
In FY 2015 OFCCP will continue to build its capacity to assess whether contractors engage in
systemic compensation discrimination in violation of EO 11246, a historically under-investigated
personnel practice. In FY 2013, OFCCP rescinded outdated and ineffective guidance that made it
more difficult for the agency to identify and remedy systemic pay discrimination. OFCCP also
announced the revised procedure and protocols it intended to apply going forward, as a way of
assisting contractors in evaluating their own pay practices. During FY 2013, OFCCP engaged in
extensive training of compliance officers to enable them to better investigate systemic pay
discrimination, and continued to increase the extent and quality of its reviews of contractor pay
practices. In the next phase of its work, OFCCP will continue improving tools to review
contractor pay practices, and enhance staff expertise in identifying potential pay discrimination.
Although laws that protect workers from pay discrimination have been on the books for more
than forty years, there remain persistent gaps in pay for women and minorities. Gender pay
discrimination is a tangible problem that continues to shortchange American women and their
families. According to the latest BLS data, women’s weekly median earnings are about 81-82
percent of men’s earnings. 1 Looking at annual earnings reveals even larger gaps – approximately
23 cents less on the dollar for women compared with men. 2 According to one analysis by the
Department of Labor’s Chief Economist, by the age of 25, a typical woman working full time
would already have earned $5,000 less over the course of her working career than a typical 25-
year old man. If that earnings gap is not corrected, by age 65, she will have experienced
hundreds of thousands of dollars in lost wages, reduced pensions, and reduced Social Security
benefits. 3 The wage gap is even greater for women of color: African-American women make
approximately 70 cents and Latinas make approximately 59 cents for every dollar earned by a
non-Hispanic white man based on analysis of weekly wages. 4 Decades of research shows that
regardless of the manner in which data is analyzed, there is still a “gender gap” in pay – even
after factoring in things like what kind of work people do, or qualifications such as education and
experience. 5
1
LS, Current Population Survey, Labor Force Statistics from Current Population Survey, available at
http://www.bls.gov/cps/earnings.htm#demographics; Updated quarterly CPS earnings figures by demographics by
quarter through the end of 2013 available at http://www.bls.gov/news.release/wkyeng.t01.htm.
2
U.S. Bureau of the Census, Income, Poverty and Health Insurance Coverage in the United States, Current
Population Reports 2010 (Sept. 2011), available at http://www.census.gov/prod/2011pubs/p60-239.pdf.
3
http://www.whitehouse.gov/sites/default/files/email-files/womens_report_final_for_print.pdf.
4
CPS, supra note 7.
5
A March 2011 White House report entitled “Women in America: Indicators of Social and Economic Well-Being,”
found that while earnings for women and men typically increase with higher levels of education, male-female pay
gap persists at all levels of education for full-time workers (35 or more hours per week), according to 2009 BLS
wage data. The research literature finds an unexplained gender pay gap exists even after accounting for potential
explanations such as differences in skills and job characteristics, and finds that the narrowing of the pay gap for
women has slowed since the 1980’s. Joyce P. Jacobsen, The Economics of Gender 44 (2007); Francine D. Blau &
Lawrence M. Kahn, The U.S. gender pay gap in the 1990s: slowing convergence, 60 Industrial and Labor Relations
Review 45 (2006). In addition to the gender pay gap, scholars have found race and ethnicity-based pay gaps that put
workers of color at a disadvantage. Joseph G. Altonji and Rebecca M. Blank, Race and Gender in the Labor Market,
in, Orley Ashenfelter and David Card, eds., Handbook of Labor Economics 3143 (1999).
OFCCP - 16OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
OFCCP compliance evaluations play a unique role in closing the pay gap for federal contractors
and subcontractors. Because many workers do not know they are being underpaid, OFCCP’s
ability to obtain and review contractor data without a complaint means OFCCP can address the
problems that individual workers may not be able to solve on their own. Other federal
enforcement agencies do not have this opportunity. OFCCP can fill the gaps where other
agencies or individual workers lack effective voice or remedies.
To this end, OFCCP has been building a robust enforcement strategy for investigating and
resolving pay discrimination by federal contractors. Since January 2010 through September
2013, OFCCP has closed more than 90 compliance evaluations with financial settlements
remedying pay discrimination on the bases of gender and race. Through those efforts, OFCCP
recovered more than $3.3 million in back pay and salary adjustments for more than 1,400
workers. Between FY 2010 and FY 2012, OFCCP nearly tripled the number of compensation
cases it successfully resolved over prior years. As of 2013 about 1/3 of OFCCP’s successful
settlements address compensation discrimination, and an increasing number address systemic
pay discrimination claims.
OFCCP’s work is part of a larger strategic collaboration across the federal government.
President Obama launched the National Equal Pay Task Force in January 2010. The OFCCP and
its sister agencies at the Department of Labor, including the Women’s Bureau and the Wage and
Hour Division, as well as partners at the Equal Employment Opportunity Commission, the
Department of Justice, and the Office of Personnel Management have been coordinating and
working collectively to address pay discrimination under their respective enforcement mandates.
To build on these prior efforts, in FY 2015, OFCCP will continue to focus on systemic
compensation cases where agency reviews can have the greatest impact. Systemic cases 6 provide
remedies to larger numbers of workers, and their visibility generates a greater deterrent effect to
incentivize voluntary compliance. However, investigating systemic cases places increased
demands on the agency’s field staff; in order to enhance their capacity to complete such work,
OFCCP is continuing to move forward with current and planned improvements in guidance and
training. OFCCP intends to build capacity by hiring specialized staff, including the ten additional
FTE included in its FY 2015 request, who have the expertise to conduct the complex data
analyses necessary for evaluating pay practices.
In addition, OFCCP continues to explore options for collection and analysis of compensation
data, which would further increase the workload for its specialized analytical staff. Adding
additional staff will enable the agency to not only continue increasing the quality and quantity of
its work on systemic pay discrimination, but also provide sufficient expert support for improved
data collection and analysis.
6
OFCCP defines systemic discrimination as a case meeting one of two criteria: (a) the case addresses a measurable
pattern of discrimination (either based on findings from a regression analysis or based on any other aggregate
statistical measure such as mean differences) or (b) the case addresses an identified practice applicable to multiple
employees that results in pay discrimination (such as a practice of steering employees who are members of a
protected class toward lower paying jobs at hire). There is no specific numeric threshold used to define a systemic
case.
OFCCP - 17OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
By expanding the capabilities of its in-house expert staff, OFCCP will also reduce the use of
consulting experts for complex cases and cases proceeding to litigation. Outside consulting
experts are significantly more costly than using in-house staff. However, for cases that proceed
to enforcement litigation, OFCCP will maintain its need to retain testifying experts.
Eliminating Discrimination in the Construction Industry
Another key OFCCP enforcement priority is a focus on identifying and remedying
discrimination and affirmative action violations in the construction industry, which will require
compliance evaluations of larger construction companies. It will also require analysis of complex
payroll data, and investigation of detailed patterns of job placement, reassignment, retention and
termination, as well as evaluating discrimination in rates of pay, hours worked, and assignment
to higher paying projects.
For years, the construction sector has been an important source of high-skilled, middle-class jobs
for millions of American workers. Yet construction was one of the hardest-hit industries during
the recent economic downturn. During this contraction, many of the gains that had previously
been made in expanding construction trades to underrepresented and disadvantaged populations
were slowed or reversed. But now, according to the Bureau of Labor Statistics (BLS),
employment in the construction sector is projected to grow 2.6 percent annually. This equates to
1.6 million new jobs over the 2012-22 decade, the most among goods-producing sectors and
third most among all major industry sectors. 7 As the construction industry recovers, it is crucial
that minorities, women, people with disabilities, and veterans have a fair opportunity to obtain
those jobs and in turn earn wages that increase their purchasing power and tax contributions,
helping to spur the nation’s economic growth.
OFCCP enforces the legal requirements that federal and federally-assisted construction
contractors and subcontractors provide equal opportunity and increase employment for women,
minorities, and others who have traditionally been excluded from such jobs. Construction
contracts make up approximately 17% of federal contracts. Strategic and quality compliance
evaluations in the construction industry are a high priority for the agency and an important part
of its enforcement portfolio.
For OFCCP, the key to increasing the number of women and minorities in the construction trades
is strong enforcement. To that end, the agency is taking a number of steps, including focusing
more on larger and first-time contractors and contractors associated with high-impact “mega”
projects, where the agency can have the greatest impact and benefit the largest number of
construction workers. 8
7
Bureau of Labor Statistics, “EMPLOYMENT PROJECTIONS – 2012-22,” (December 19, 2013),
http://www.bls.gov/news.release/pdf/ecopro.pdf, p. 2.
8
Mega Projects are defined as federal or federally-assisted construction contracts capable of providing work
opportunities for the duration of one or more years, have significant economic and employment impact in the
community, and be worth at least $25 million.
OFCCP - 18OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
Regulatory Reform
OFCCP will also be focused in FY2015 on helping contractors understand their obligations,
leveling the playing field for companies who do business with the federal government by
promoting a common set of anti-discrimination and affirmative action rules and obligations.
Over the past several years, the agency has made significant investments in its regulatory
activity, primarily in the promulgation of new rules. In FY 2013, OFCCP issued two final rules
protecting the employment rights of workers with disabilities and veterans. In FY 2014, the
agency anticipates approval and release of a revised scheduling letter and complaint form. The
scheduling letter allows OFCCP to collect data and other information pursuant to a compliance
evaluation under the three legal authorities OFCCP enforces. In order to file a complaint with
OFCCP, individuals may either complete a complaint form or send a letter describing the acts
considered to be discriminatory and any other pertinent information. To facilitate the complaint
process, OFCCP provides complainants with an OMB-approved complaint form. We are
proposing changes to that form in FY 2014 that would make it easier to understand and
complete. Consequently, education and implementation will be conducted in FY 2015 to support
these two enforcement related items.
OFCCP also plans to issue in FY 2014 Notices of Proposed Rulemaking (NPRMs) on a
compensation data collection tool and updated construction regulations, as well as update
existing sex discrimination guidelines. OFCCP will use an open and transparent process that
invites public comments and will endeavor to promote that the final rules reflect a balanced
approach to addressing different stakeholder interests. Final rules are anticipated sometime
thereafter.
Stakeholder Engagement
OFCCP is also continuing to strengthen its outreach program by expanding the scope of its
relationship building efforts to include an array of stakeholders. Specifically, the agency seeks to
achieve gains in providing education that helps workers to better understand their rights and
protections under the law. In FY 2015, OFCCP will also continue to implement a robust
language access plan to effectively communicate with key populations, including immigrants and
individuals with limited English proficiency. The agency will accomplish this by translating
products into various languages most frequently encountered by OFCCP’s field offices and
having all materials compliant with Americans with Disabilities Act requirements under section
508. In addition, OFCCP will utilize innovative tools and technologies to engage workers and
communities through an enhanced agency website, social media and other communication
strategies.
Stakeholder engagement activities also involve providing the regulated community with
technical support and access to resources so that they can meet their equal employment
opportunity and nondiscrimination obligations under the agency’s new regulations.
To assist contractors in complying with their responsibilities, OFCCP will conduct 600
compliance assistance activities, the same target set for FY 2014, and a 4% increase over 2013
OFCCP - 19OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
levels; furthermore, the agency will do this with some improved tools and materials directed at
self-assessment of contractor pay practices. OFCCP will continue to issue fact sheets and
brochures in various languages describing the role of the agency, the laws it enforces, and what
companies can do to achieve compliance.
Training and Education for Compliance Officers and External Stakeholders
Following publication of the Section 503 and VEVRAA final rules in FY 2013, and continuing
through FY 2014, OFCCP provided training and continuing education to compliance officers and
other staff, and to its external stakeholders (e.g., contractors, worker protection and community-
based organizations) using webinars and online learning or e-learn technology. In FY 2014, the
agency will develop new tools and templates for compliance officers to operationalize the new
regulations.
In FY 2015, OFCCP will continue its focus of capacity-building and operationalizing its
regulations by:
• Developing and delivering contractor technical assistance webinars,
• Writing and distributing technical assistance guides for contractors,
• Participating in regional and national listening sessions with contractors and worker
protection organizations,
• Creating and publishing new outreach and education materials for workers and
organizations representing workers,
• Conducting staff training webinars on new and pending regulations, including how to
conduct construction compliance evaluations to support the Mega Construction Project
Initiative and on the use of the proposed new compensation data collection tool,
• Implementing and/or refining the “train-the-trainer” and “first responder” programs for
compliance officers when questions arise about compliance evaluations under new
regulations, and
• Monitoring the enforcement of new regulations to promote consistent application and
results (as appropriate).
Using its training specialists and evaluators, in FY 2015, the agency will continue building upon
prior fiscal year staff development and training efforts that have improved the quality of
compliance evaluations and complaint investigations. In addition to staff training, outreach and
technical assistance related to regulatory and policy changes, the FY 2015 funding requested by
the agency will allow OFCCP to:
• Develop training that targets specific topics and compliance officer skills that were
identified as “deficient” during the auditing of closed cases or compliance evaluations;
• Build the agency’s library of online courses and webinars that are accessible on-demand;
and
• Develop specialized training webinars for staff implementing updates to the Federal
Contract Compliance Manual (FCCM) resulting from the issuance of new rules and
policy guidance.
OFCCP - 20OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
The FCCM provides new and experienced compliance officers the procedural framework for
executing quality and timely compliance evaluations and complaint investigations. It provides
procedural and technical guidance on compliance issues based on current agency procedures and
processes, and improves consistency across the agency’s regional and field offices.
Finally, in FY 2015, the agency will continue refining the performance measures and
methodology used to assess whether and to what extent learning is resulting from its staff
development activities, and will update its training and staff development database to show that
there is a systematic way to track staff development opportunities and courses completed by staff
members. This work will be done in consultation with DOL’s Chief Evaluation Office.
Customer Service
In FY 2015, OFCCP will continue fostering the customer-focused culture it began implementing
several years ago with the goal of providing reliable information to its customers irrespective of
the channel they use to access information (email, phone, Internet). OFCCP strives to continue
providing timely and accurate information to stakeholders, delivered in a professional manner. In
FY 2014, OFCCP deployed a cloud-based technology that allows customers to find the
information they need by using new self-service options that enable them to check the status of
an existing inquiry, and search a sophisticated knowledge-based system to find answers to their
questions. In FY 2015, OFCCP will continue to examine methods for receiving customer
feedback, adopt best practices for improving customer experience, use metrics and standards to
determine the effectiveness of its customer service efforts and streamline agency processes as
needed.
OFCCP will review the effectiveness of its external engagement with workers, community-based
organizations and the general public to identify ways to refine and enhance the delivery of
services and to support the agency’s enforcement efforts. For example, if OFCCP effectively
educates workers about OFCCP’s specific role in protecting workers’ rights, eliminating
confusion about when to file a complaint and with whom, the agency will minimize time spent
processing non-jurisdictional filings. By focusing on quality, accessibility and analysis in FY
2014, OFCCP aligned its outreach and education program to effectively engage with and inform
key populations about their employment rights. These efforts reflect OFCCP’s commitment to
protect workers, promote diversity and enforce its three legal authorities.
OFCCP - 21OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
Five-Year Budget Activity History
Fiscal Year Funding FTE
(Dollars in Thousands)
2010 $105,386 838
2011 $105,386 775
2012 $105,187 755
2013 $99,685 729
2014 $104,976 700
FY 2015
The FY 2015 request for OFCCP is $107,903,000 and 710 FTE. This includes a program
increase of $1,147,000 and 10 FTE to increase the agency’s capacity to assess whether
contractors engage in sex-based and other forms of compensation discrimination, in violation of
Executive Order 11246.
As explained above, in FY 2015, OFCCP will continue to focus on strong enforcement,
regulatory reform and implementation and planned outreach for workers and their employers.
Implementing effective enforcement strategies to promote that all workers, including veterans
and individuals with disabilities, are recruited, hired, promoted, retained, and compensated fairly
and equitably by Federal contractors and subcontractors is paramount. OFCCP will focus its
enforcement resources on targeted areas of improvement to include:
• Continued improvement in the quality and timely completion of compliance evaluations
and complaint investigations to maximize remedies and job opportunities for workers;
• Continued progress in identifying, investigating and resolving systemic compensation
discrimination;
• A targeted training program focused on construction evaluations, and specifically on
large and/or multi-year construction projects that have the greatest potential impact on
workers;
• Continued and focused technical assistance to Federal contractors regarding all
regulations; and
• Strategic outreach to community-based organizations to educate and protect workers.
FY 2014
The FY 2014 enacted funding for OFCCP is $104,976,000 and 700 FTE. In FY 2014 OFCCP’s
priorities will focus on:
• Narrowing the persistent pay gap between men and women;
OFCCP - 22OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
• Continue improving the quality and efficiency of its compliance evaluations and
complaint investigations;
• Increasing efforts to eradicate gender, racial and ethnicity-based discrimination in the
construction trades;
• Providing federal contractors assistance to recruit, hire, and retain veterans and
individuals with disabilities;
• Strengthening outreach to community-based organizations for worker education and to
the regulated community to enable a comprehensive understanding of the new rules; and
• Implement an enterprise-wide investigative process (as opposed to focusing on individual
establishments to see that changes in personnel practices are implemented throughout a
contractor’s entire corporate structure.
At the enacted level, OFCCP will complete 3,840 supply and service compliance evaluations that
will examine federal contractors’ obligations under the two laws and executive order that
OFCCP enforces. This total is the same number of supply and service evaluations as the FY
2013 enacted level. OFCCP is maintaining its focus on increasing the percentage of systemic
compensation discrimination cases, which are more complex, and continuing to direct resources
to cases involving individuals with disabilities (Section 503) and veterans (VEVRAA). Though
the agency has historically focused upon reviewing supply and service contractors, OFCCP will
complete 450 construction contractor reviews in FY 2014, an 18 percent increase over the
number of FY 2013 enacted level. This includes a continued focus on identifying and remedying
discrimination and affirmative action violations in construction, especially of larger construction
companies, first-time contractors, and subcontractors associated with mega projects.
In FY 2014, OFCCP will continue its educational and compliance assistance campaign to assist
compliance officers through a Training Academy and Federal contractors through technical
assistance understand the new regulatory requirements issued during FY 2013. The campaign
includes formal training opportunities, issuance of guidance to clarify regulatory language,
frequent anytime/anywhere communication available through a web-based system such as
webinars, and in person meetings and gatherings available throughout the nation. These efforts
are all possible through the modernization efforts that were implemented in prior fiscal years.
In FY 2014, the Training Academy will continue building on prior fiscal year staff development
and training efforts for compliance officers. The Training Academy will:
• Improve consistency of compliance evaluations and complaint investigations through the
development of improved audit procedures;
• Implement fully the Functional Affirmative Action Program guidance;
• Update the Federal Contractor Compliance Manual used by all compliance officers to
conduct their evaluations to reflect the new final rules issued to date;
• Develop and issue a series of directives and/or guidance clarifying or explaining new
rules and how to apply them to investigations;
• Provide substantial technical assistance on specific cases and implementation issues;
• Develop training curriculum that focuses on the provision of effective and efficient
customer service; and
OFCCP - 23OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
• Communicate guidance through a series of webinars that are accessible anytime.
OFCCP will continue to provide compliance assistance to federal contractors, with a special
emphasis on the new final rules issued to date by developing and/or updating guidance materials.
Guidance will be provided in the form of guides, webinars and directives. OFCCP will:
• Focus contractor compliance assistance on new regulations to help contractors fully
understand and are trained to carry out their regulatory obligations;
• Develop new guidance documents that articulate and/or clarify agency policies and
procedures as they relate to final regulations;
• Develop new Federal Contractor Compliance Assistance Guides on supply and
service and construction;
• Develop compliance assistance guidance materials that can be used to educate and
train new and small business contractors about their equal employment opportunity
and affirmative action obligations;
• Develop a “how to” guide for contractors to connect with community-based
organizations to fulfill their affirmative action obligations; and
• Explore ways to recognize contractors for implementing proactive strategies that
eliminate employment discrimination.
OFCCP continues to prioritize effective community engagement and relationship building with
stakeholders. Through these relationships, OFCCP is able to reach and engage workers, amplify
its message, support its enforcement and policy efforts and ultimately increase positive outcomes
for workers. OFCCP will revamp the definition of outreach events to distinguish between
quality, impactful events and necessary meetings to establish and foster meaningful
relationships. By refocusing the definition of events, OFCCP continues to enhance its ability to
prioritize and conduct fewer events, while measuring the most significant and high-impact
outreach events.
OFCCP will continue fostering the customer-centric culture it began to implement in FY 2012 to
provide reliable information to its customers irrespective of the channel they use to access
information (email, phone, Internet). OFCCP will:
• Continue to provide timely and accurate information to stakeholders through its toll-
free phone lines and public email box to the Department’s National Contact Center;
• Continue to examine methods for receiving customer feedback and adopt best
practices for improving customer experience; and
• Use metrics and standards to determine the effectiveness of customer service efforts.
FY 2013
In FY 2013, OFCCP received funding at the sequestration level of $99,685,000 and 729 FTE.
Given the lower than anticipated funding, the agency managed its resources and achieved the
following accomplishments in calendar year 2013:
OFCCP - 24OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
• Made historic updates to the regulations implementing Section 503 of the Rehabilitation
Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. In
September 2013, the agency published two final rules which establish – for the first time
ever – specific, aspirational goals and benchmarks for the employment of qualified
workers with disabilities and protected groups of veterans. OFCCP estimates that, if
federal contractors and subcontractors achieve the metrics articulated in the rules, more
than 200,000 veterans and nearly 600,000 people with disabilities will be added to the
American workforce in the first year alone. Both rules become effective on March 24,
2014;
• Completed 4,110 compliance evaluations of federal contractor and subcontractor
establishments. The agency uncovered violations of equal employment opportunity laws
in nearly one-third of those reviews and, specifically, found evidence of discrimination at
70 establishments. Negotiated more than $7.8 million in back wages and 1,453 potential
job opportunities on behalf of 9,268 workers affected by discrimination;
• Resolved 23 cases of pay discrimination and recovered over $800,000 in back wages and
salary adjustments for approximately 550 workers affected by unfair pay practices. This
includes a noteworthy settlement of $290,000 for 78 Hispanic workers paid less than
comparable Caucasians doing the same jobs at a manufacturing facility in Danvers,
Massachusetts. About one-third of OFCCP’s discrimination settlements now involve
issues of pay discrimination compared to only a handful in prior years;
• Rescinded overly-restrictive and arbitrary investigative protocols for investigating pay
discrimination cases and issued a new compensation directive that better aligns the
agency’s enforcement practices with Title VII of the Civil Rights Act;
• Hosted 608 community engagement and worker education events which were attended by
more than 46,000 individuals. Eighty-six percent of these events targeted those most at-
risk of experiencing workplace discrimination (e.g., individuals with disabilities, veterans
and women and minorities in construction);
• Performed the most comprehensive update in more than a decade to the Federal Contract
Compliance Manual, which is the handbook for OFCCP investigators, detailing how they
achieve compliance with the nondiscrimination and affirmative action obligations
enforced by the agency;
• Streamlined and modernized the agency’s directives system to eliminate or revise
outdated and duplicative guidance while establishing a more inclusive process for
agency-wide development, review, classification and publication of new directives going
forward. The process resulted in the rescission of nearly 85% of OFCCP’s directives;
• Entered into a Memorandum of Understanding with the General Services Administration
to foster greater cooperation and coordination with respect to OFCCP’s enforcement of
EEO laws at the sites of federal or federally-assisted “mega” construction projects;
OFCCP - 25OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
• Employed new, quantitative measures to improve the agency’s staff training program
using pre- and post-training tests. Decisions about courses offered, complexity of
trainings, appropriateness of materials and effectiveness of instructors are now better
informed by data collected through these tests; and
• Conducted 687 compliance assistance events for federal contractors and their
representatives including a series of trainings on the new Section 503 and VEVRAA
regulations, the revised FCCM and the new directives system.
OFCCP - 26OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
OFCCP - 27OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
DETAILED WORKLOAD AND PERFORMANCE
FY 2013 FY 2014 FY 2015
Enacted Enacted Request
Target Result Target Target
Office of Federal Contract Compliance Programs
Strategic Goal 3 - Promote fair and high quality work-life environments
Strategic Objective 3.1 - Break down barriers to fair and diverse workplaces and narrow wage and income inequality
OFCCP- Number of Supply and Service (S&S) Evaluations Completed
01 3,840 3,898 3,840 3,840
OFCCP- Number of Construction Evaluations Completed
02 380 447 450 450
OFCCP- Number of Compliance Evaluations and Complaint Investigations Completed
04b -- -- 4,290 4,290
OFCCP- Number of S&S FAAP Evaluations
05 96 85 96 96
OFCCP- Percent of Discrimination CAs with Pay Discrimination Findings
08 25% 36% 35% 40%
OFCCP- Number of Worker Outreach Events Completed
20 672 815 195 195
OFCCP- Number of Compliance Assistance Events
22 576 687 600 600
Legend: (r) Revised (e) Estimate (base) Baseline -- Not Applicable TBD - To Be Determined [p] - Projection
OFCCP - 28OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS
OFCCP met 97 percent of its FY 2013 target for the number of completed compliance evaluations, including 3,840 supply and service
evaluations (including FAAP), and 380 construction evaluations. In FY 2014 OFCCP is projected to complete 4,290 compliance
evaluations, a 2 percent increase over the FY 2013 enacted level to assist federal contractors and subcontractors in complying with
their affirmative action and non-discrimination obligations. In FY 2015, OFCCP will maintain this level of 4,290 compliance
evaluations in order to prioritize larger systemic discrimination cases with the potential for helping more workers, but these
investigations are more complex and require greater resources and time to investigate.
With its increased emphasis on enforcement of compensation discrimination, OFCCP also has targeted a 10-percentage point increase
in the incidence of discrimination conciliation agreements with pay discrimination findings for FY 2014. OFCCP can achieve this
target by prioritizing strong cases with pay discrimination findings. OFCCP projects an additional 5-percentage point increase in FY
2015.
Compliance assistance is a critical component of OFCCP’s enforcement efforts. Since OFCCP conducts annual compliance
evaluations of a small percentage of the entire federal contractor workforce, voluntary compliance achieved through compliance
assistance is an important component of overall regulatory compliance. In turn, OFCCP’s increase in compliance assistance events to
600 in FY 2014 and FY 2015 means that more federal contractors and subcontractors are aware of their affirmative action and non-
discrimination obligations, regardless of whether they are subject to a scheduled audit. The targeted 4 percent increase in compliance
assistance events in FY 2014 is necessary to accommodate the demand for compliance assistance associated with OFCCP’s new
regulations. OFCCP will maintain this level in FY 2015, but improve the efficiency of events, by conducting events with the potential
to reach larger audiences.
Similarly, any increase in compliance evaluations must accompany worker and community outreach to link audited contractors with
appropriate recruitment resources, provide education to workers about their rights, inform workers about OFCCP complaint
procedures, and otherwise provide a pathway for the protection of worker rights regardless of whether their workplace is scheduled for
an OFCCP audit. The target for outreach events reflects OFCCP’s commitment to organizing significant and impactful events that
result in positive change for workers – while keeping enforcement efforts a top priority for compliance officers. In FY 2014, OFCCP
significantly reduced the target for worker outreach events by 70 percent of the FY 2013 enacted level to focus on fewer, but more
strategic events to key populations where OFCCP can build relationships and have the most impact.
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